inclusion

Summer is over and thoughts are turning to annual budgeting, year-end parties and performance appraisals. Whilst these assessments/ appraisals/ reviews/ or whatever you call them are usually designed to motivate, many people find them a complete waste of time. However, let’s not throw the baby out with the bathwater! The feedback element of reviews is essential for motivation, communication, relationships, inclusion and innovation. In this post, I share 2 useful Management 3.0 practices that help to build intrinsic motivation, deepen relationship and improve communication.

Give credit where credit is due!

Recently I was reminded of the power of peer praise through the Management 3.0 Kudo Box. Let me state here I won’t get into another argument about whether it should be “kudo” or “kudos” grammatically!

All you need to focus on is that giving and receiving recognition between peers is an amazing amplifier of behaviour.

I’ve been using the Kudos Wall tool in communication and management workshops. Simple to set up, easy to explain and participants quickly engage. It’s been interesting to see what and how people recognize the contributions of others inside and outside of the training room.

At the end of the workshop, participants self-organize and choose a “kudos star”. I won’t give away the prize totally but it does allow them to bring home the ideas of giving kudos to their team!

All members get to take home their kudos cards as お土産 , a souvenir to remind them of what they were recognized for. It can be very moving to see the reactions of some participants who have spent their career only receiving “improvement points”. They experience the impact of “catch them doing something right”.

Samples to get started

Accessible and attractive cards

Final Kudos Wall

The people I work with are senior managers, experienced professionals who bring so much to the training room. The biggest takeaway from most training is sharing stories and experiences with their peers in a safe and supportive environment. The Kudos Wall has been a useful tool to share appreciation for those activities.

Real Time Feedback

A second element that you can work on is the time lag between the action and the feedback.

I’ve been using The Happiness Door during workshops to get real-time feedback from participants at lunchtime that I can then try to build into the afternoon session.

It’s a great communication tool that allows the facilitator of any meeting to get a read of the room. You can then shift the process, focus or energy as required to get the best outcomes.

In the speed of the business cycle, we often lose sight of the power of immediate feedback and miss the chance to amplify great behaviour by recognizing it. The Kudos Wall and The Happiness Door are simple ways to bring more of the good parts of performance reviews into your daily operations.

Ah SNS! Which platform? How to optimize? What’s the best SNS for my business? Content marketing is essential as an entrepreneur and at the July 2018 LeanIn Japan Entrepreneurs Meeting we had a deep dive session hosted at LinkedIn Japan’s Tokyo HQ.

Kaoru Jo and Sayuri Nishimoto from LinkedIn Japan showed us how much Linked In had changed. Whilst yes, of course, there is still a recruitment aspect to the platform, it is taking off as content network where entrepreneurs can build credibility and connections. 2 Million mostly bilingual members in Japan is a great niche to be part of.

It was also great to hear about the Women@LinkedIn initiative helping female professionals in Japan to extend their careers after childcare leave. Very much aligned with the work of the Lean In Japan Creating Change Chapter and the Diversity and Inclusion programmes I run as a facilitator to empower women to develop their careers in Japan.

Main Takeaways

1. Content Creates Connections

There is now 15X more content than job posts on the LinkedIn Feed. Use articles, bilingual posts and be active and helpful in groups to build your credibility. Find out your SSI to know how well your LinkedIn Profile is helping you to sell.

2. Lots of New Linked In Features

LinkedIn Video, Nearby feature and LinkedIn is perfect for networking in Japan. #hashtags also work really well on LinkedIn now!

Not sure what to talk about? Be useful and find out what people want to know about your expert area

4. Check before you delete or accept

Most Circle members had received invitations that were completely “random” and sadly sometimes far from professionally appropriate. Before you accept or delete, think about (or even ask directly) what made this person reach out to me? How can we mutually support each other?

On June 29th, 2018, I’m celebrating the start of my third year in business as a Facilitator and Leadership Coach. I am extremely grateful to my family, community and clients for enabling me to bring so much energy to my work, to help so many individuals improve their own performance as leaders and professionals in Japan. I’m so lucky to have the trust and support of so many wonderful people.

Thank you!

I am intensely focused on working with groups within organisations, developing cross-functional communication and deeper understanding of diverse points of view. I love the passionate discussions, aha moments and feedback about the impact the training had on team performance and relationships.

I’ve been able to take on some really interesting clients and projects. I’m really able to focus on work that I am passionate about rather than what pays the mortgage. What a gift!

I got hooked on Spartan Racing and completed another 2 races in Japan.

What trends have I noticed from corporate clients?

Increased desire to support employees through organizational change

Focus on creating cultures of open and healthy communication

Presenting and influencing others continues to be a highly sought after skillset

Maturing of the discussion from diversity as a single-issue gender model to addressing wider issues of inclusion in some clients

Developing innovation through inclusion of diverse thought

What can you expect from me in Year 3?

Themes for workshops and support will focus on:

Innovation through Inclusion

Developing Ikigai within your Organization

Resilience during Change

Connecting the Unconnected – people, ideas or companies

To support these outcomes, I’ll continue to offer presentation skills, cross-cultural training and Points of You® Practitioner Training. My focus is on developing bite-sized development opportunities with shorter workshop sessions, on the job experiments followed by group coaching and reflection.

I will continue to support work style reform and women’s empowerment in Japan through my CSR activities:

Another conference I’ve attended several times in the last 19 years is the biannual FEW Japan Careers Strategies Seminar. 2 years ago I presented about Online Personal Branding drawing on my experience in marketing and recruitment. This year for the 20th CSS I moderated a panel on “How to Balance Careers and Caregiving in Japan”.

Originally, I was asked to moderate a panel for “Working Mothers”. However, I’m a huge advocate of getting to 50/50 when it comes to balancing careers and caregiving so I set about finding a working father to join the panel. I am grateful to all the people who recommended potential male panelists who are taking an active role in raising their children as part of a dual income family!

On the day, we represented a broad cross-section of industries, backgrounds and family situations, showing that there are many ways to manage your family and career. We had an active dialogue with the audience in an intimate setting. The panel covered diverse topics from which values drive our priorities to practical hacks that enable us to lead from those values. By telling our personal stories, we hoped to inspire other people to think outside the box.

Main Takeaways

1. Ask for the help you need at work

It’s more expensive for most employers to replace an experience team member than it is to accommodate your needs. Use your internal network to get the support you need, even (especially?!) when it has never been done before. Persevere and be open to different solutions

2. Know what is important to you

Mindful decisions and conversations about priorities with your key stakeholders (partner, employer, children) are essential. Weekly meetings, project management style whiteboards, shared calendars and a financial plan are ways these parents bring their business savvy to their home.

3. Outsource, automate or compromise

Non-iron shirts, automatic toilets, AI in the home, online groceries, no washing on a weekday, cleaning help and other creative hacks will help you to focus on priorities.

The first signs of cherry blossoms are here which also heralds the start of a new fiscal and school year in Japan. Working mothers around the country are getting ready to enroll their children in daycare and return to work.

Here are 3 simple tips that managers can implement today to make the transition smooth for you, your employee and your business.

Below are a few of the highlights – my translations may not be word for word but the essence is correct, I believe.

Akie Abe, gave some unscheduled opening comments. Whilst Mrs. Abe is well know for her active support of her husband’s approach to Womenomics, her use of 家内 (“her indoors”?) to describe her role always rubs me up the wrong way!

Marin Minamiya shared her views on the power of a positive personal mindset and encouraged positive self talk.

I loved her single minded determination and hope that we can all find some of her strength when we find ourselves facing naysayers. For example when she said that she could not get the money for her expedition, she spent time writing to hundreds of sponsors until she was successful.

The 1st panel focused on so-called Japanese “ojisan” (middle aged men). The speakers had some refreshing views and ways to support institutional and individual mindset change. However, I came away with a sense that Yagi Yosuke’s comment about the importance of action over mindset change is the key. In the 2nd panel, a simple example of how to change perceptions gave me hope. Creating gender equality does not always require complex organizational wide changes, just simple every day actions can make a huge difference.

The final panel focused on unconscious bias. The complex audience reactions to the same photograph showed clearly how we all have blindspots and that we need humility and self-awareness to overcome them. To get your organization thinking about those blindspots, take a look at the Creating Inclusion with Appreciative Inquiry programmes (日本語）(English). Naoshi Takatsu of IMD also shared doom interesting data about transactional and transformational leadership. Women on average have stronger competencies in transformational leadership skills so organizatiions need to shift their thinking on what leadership looks like in the 21st Century.

Paul Polman, Chief Executive Officer of Unilever, gave the closing comments. He highlighted the economic, financial and social impreatives of gender equality. Mr. Polman shared the need to think about how to bring gender equality into your value chain. What are you doing at every level of your business to be #heforshe and bring about gender parity in the world?

How did you mark International Women’s Day this year? What will you do to reverse the slowing trend of gender parity and help Japan to rise up from the currently pitiful global ranking of 114th?

“Patience Judo”? What on earth is that?

In her book, Drop the Ball, Tiffany Dufu talks about its importance when you start to delegate tasks to others.

“We quickly grow impatient when things on our to-do list aren’t done the way we think they should be done.”

She shared the research that when men were asked to do the dishes by their partner, 30% “did it wrong” and 25% were never asked again!

Being able to create space for you to do the work that only you can do, requires you to let go of some control. It’s hard but necessary.

Personally, my challenge for delegation is not just about quality, but also about having things done on my time-frame. I recently created a holding list, “Waiting for DH”, for tasks around the house which my husband is responsible for. I’ve given myself permission not to worry about them anymore!

At the February 2018 Tokyo Girls on Fire Lean In Circle, 10 professional women from Australia, China, Columbia, Italy, Japan, Malaysia, New Zealand, UK and US, shared our life hacks to get more of our goals achieved, rather than just ticking off items on our to-do lists.

It requires taking a good hard look at what you can do. Last year the Lean In Japan Entrepreneurs Circle covered the same material (Read the Event Report here). The main difference with this circle was really focusing on outsourcing and the need to train team members to be able to take on more responsibility.

We also celebrated a promotion, a first trip to global HQ, successful job change, Professional certification and a new baby. It’s always inspiring to see how much these women are achieving in their careers.

Are you searching for ways to harness the innovative ideas of your diverse workforce?
Are you looking for an interactive workshop to mark International Women’s Day and increase collaboration across functions?
Would you like your team to experience a positive approach to solutions that allows different voices to be heard?

While many organizations in Japan are making efforts to increase diversity in terms of gender in the workforce, many companies feel that they are not able to truly leverage the unique views of the women they are hiring. The focus on the “what” and “who” of diversity, now needs to shift to the “how” of inclusion.

WinBE (Women In Business Empowerment) is a collective of three Japan-based
facilitators who are passionate about Diversity and Inclusion. In the month of March we want to help your company find more ways to harness the diverse perspectives of your women to inspire innovation.

What’s the workshop about?

In this three hour workshop, 10-100 of your employees can connect across divisions,hierarchies, gender and nationality. Using the Appreciative Inquiry approach they will create an Inclusive Meeting framework prototype that is unique to your organization.

Appreciative Inquiry is an asset-based approach to solutions that opens up your team to new ideas and perspectives. Workshop participants will discover how your organization can utilize existing strengths to develop further diversity and inclusion.

The workshop output will be a prototype design of ways that your organization can run meetings where innovation can be fostered. Meetings give voices to the diversity of thought, backgrounds and perspective. These meetings represent a different way to approach ideas and will move away from the status quo. As a follow-up activity, teams can implement in their work groups as a pilot program.

Who should attend?

The program is designed to be flexible in terms of number of participants with a minimum size of 10 and maximum size of 100. The facilitators can deliver in English and Japanese so can support an international audience. The workshop can be run across functions to increase collaboration and internal networking

Why March?

March is a busy time in many corporate calendars in Japan ahead of a new financial year as well as preparing for new graduate onboarding in April.
However, March also brings many different times when we think about women and their role in Japanese society.

We start with Hina Matsuri on March 3 rd where we pray for the growth and happiness of young girls. On March 8th , we celebrate International Women’s Day, a global day celebrating the social, economic, cultural and political achievements of women. This year’s theme is #pressforprogress.And then on March 14th, there is White Day, where we repay the giri chocolates received a month before.

WinBE would like to leverage on this awareness. Instead of marshmallows and cookies, help your organization to empower your female employees to drive growth and innovation by creating meetings where multiple voices can be heard.

We are currently taking reservations for a limited number of workshops in March,
please contact Jennifer Shinkai for more information in English or Hiroko Shinoda for more information in Japanese.

About WinBE (Women in Business Empowerment)

Setsu Suzuki, Hiroko Shinoda, Jennifer Shinkai

WinBE @名古屋大学

WinBE @名古屋大学

WinBE is a collective of three Japan-based facilitators, Setsu Suzuki, Hiroko Shinoda and Jennifer Shinkai, who came together after meeting at the 2017 Global Summit of Women. As a trusted third party, we work with organizations in Japan to develop workplaces where high-potential female leaders can drive business results and contribute to innovation across products and solutions. With our backgrounds in coaching and global leadership development, we co-create solutions with our clients to develop inclusive workplaces.

We are currently taking reservations for a limited number of workshops in March,
please contact Jennifer Shinkai for more information in English or Hiroko Shinoda
for more information in Japanese.

10 Lean In Tokyo Girls on Fire Circle members from Australia, Columbia, Italy, Japan, New Zealand, Singapore, the US and the UK met in November 2017 to get in touch with their creative sides with Adam Grant’s TED Talk, “The Surprising Habits of Original Thinkers” as the launching point of our discussion.

With Lean In members from financial services, government institutions, luxury, legal and even a current university student, many people didn’t feel they had much chance to be creative on a daily basis. However, it became clear that we don’t need to be in a traditional “creative” role to be original thinkers. Indeed, many of us bring original solutions to our businesses every day.

A Points of You Ice breaker got us all talking about creativity and thinking about what opportunities we have to be creative at work. We shared our ideas on how to break out of some status quo situations by using creative doubt and pitched our ideas to each other.

Key Takeaways

“What you call procrastinating, I call thinking”

Allowing your idea to marinate a little is not always a bad thing. Just make sure you are not hiding by designing at the whiteboard!

“You don’t need to be first, but you do need to be better”

There is a lot of hype about hustle and first on the market advantage but Grant mentions examples of successful ideas that weren’t necessarily first but were an improvement on existing solutions. This iterative improvement is something that seems to be in the business DNA in Japan. Get someone else to take the risk, push the envelope and then kaizen it to perfection!

“People who achieve the most are also the ones who fail the most”

It was interesting to discuss this as mostly foreign women working in Japan. Sometimes we feel we can take more risks than our Japanese colleagues due to our “outsider” status. However, this can also make it difficult to build the social capital around an idea to get it to take root in an organization.

Don’t accept the default

In Grant’s TED talk he highlighted the most original thinkers are those who use Chrome or Firefox? Why? Because they don’t accept the default – they ask questions and go to an extra effort to find and then install the best solution. Wonderful example of questioning the status quo! What “straight out of the box defaults” have you accepted?

Why shouldn’t people support your idea?

Acknowledging the potential downsides up front can clear people’s negative thoughts out of the way and leave them more open to your solution.